NRSG 310 UNIT 3 INDIVIDUAL PROJECT CTU

NRSG 310 UNIT 3 INDIVIDUAL PROJECT CTU

This article by Ayalew was done with the aim of exploring staff motivation and job satisfaction among nurses. The researchers used face-to-face interviews to collect data on job satisfaction. The majority of the nurses indicated satisfaction. The study showed that human resource management strategies such as motivation are key in retaining nurses. This article is significant as it shows that nurse retention is positively impacted by programs such as motivation. Therefore, this method has a high chance of succeeding in the facility to help the facility reverse the trend of high nurse staff over and improve care among the residents.

Berridge, C., Lima, J., Schwartz, M., Bishop, C., & Miller, S. C. (2020). Leadership, staff empowerment, and the retention of nursing assistants: Findings from a survey of US nursing homes. Journal of the American Medical Directors Association, 21(9), 1254-1259. https://doi.org/10.1016/j.jamda.2020.01.109.

Berridge et al. (2020) explored the connection between nurse retention and nursing home staff empowerment and leadership. Using a cross-sectional study by employing survey data, a total of one thousand three hundred and eight-six respondents completed the survey. Among the findings was that staff empowerment practices and modifiable leadership were connected to high staff retention. The significance of this article lies in the fact that it shows the efficacy of using various strategies such as staff empowerment in improving staff retention by lowering staff turnover. Therefore, the programs recently implemented as a change initiative by the facility are likely to have a positive impact.

Berridge, C., Tyler, D. A., & Miller, S. C. (2018). Staff empowerment practices and CNA retention: Findings from a nationally representative nursing home culture change survey. Journal of Applied Gerontology, 37(4), 419-434. https://doi.org/10.1177%2F0733464816665204.

This article also explored staff empowerment and nurse retention. Berridge et al.(2018) used data from two thousand and thirty-four nursing home administrators obtained from the survey. The analysis of the data showed that a higher staff empowerment score was connected to higher nurse retention in comparison to the low empowerment strategies. This shows that staff empowerment is important for nurse retention. This article is significant as it underlines the importance of using greater staff empowerment strategies to improve staff retention for better outcomes. As such, the information is connected to the recent change in the organization where staff empowerment programs have been applied.

Kim, E. G., Jung, M. S., Kim, J. K., & You, S. J. (2020). Factors affecting new graduate nurses’ intention on retention in hospitals: Focused on nursing organizational culture, empowering leadership, and organizational socialization. Journal of Korean Academy of Nursing Administration, 26(1), 31-41. https://doi.org/10.11111/jkana.2020.26.1.31

Kim et al.(2020) also investigated the connection between empowerment leadership, nursing organizational culture, and nurse retention. The researchers collected data from a total of one hundred and eighty-four nurses. The analysis of the data showed that empowerment leadership and practices are positively connected to nurse retention. These empowerment programs are more effective when initiated and supported by the nurse administrators. This article is also significant since it demonstrates the importance of administration-based programs such as staff empowerment in ensuring that nurse retention is better. The connection with the current topic is that an empowerment program was also recently implemented at the facility as a change initiative.

Li, B., Li, Z., & Wan, Q. (2019). Effects of the work practice environment, work engagement and work pressure on turnover intention among community health nurses: Mediated moderation model. Journal of Advanced Nursing, 75(12), 3485-3494. https://doi.org/10.1111/jan.14130

Li et a. (2019) performed a study to examine the relationship that exists between the practice environment and the staff turnover using a cross-sectional survey design. The study used a total of four hundred and ten nurses who attended to survey questions regarding practice environment and work engagement. The analysis of the data showed that the practice environment entailing humanitarian factors such as motivation is positively associated with nurse retention. Therefore, the findings are important and relevant in that it shows the import